Aside from the mere selective and classifying value of tests %here are connected phases of employment procedure in which 4he psychological technique may be very valuable. The psychologist in industry finds in his technique, an instrument which sometimes gives him a great advantage over the ordinary employment man when it comes to analyzing labor supply, adjusting rates, discovering inconsistencies in existing employment procedure, etc., etc. The following study, made in an industrial concern in

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... which •tests were a supplementary part of the employment procedure, indicates several directions in which the industrial psychologist imay look for practical results. During a period of six months, the psychological section of the personnel department had given clerical tests to 616 women who applied for clerical work. The method by which these tests were put into operation and the results followed up is described elsewhere. At the time when the study described here was made, the success of the tests had already been established. Of the 616 applicants examined-287 recommended by the psychological section had been hired; 137 had been recommended but not hired; 173 had not been recommended and not hired; 19 had not been recommended but hired nevertheless. The employment office had therefore followed in the main the recommendations made by the psychological section. However, the large number of applicants recommended but not employed, taken in conjunction with a constant shortage of clerks, made the following study advisable. The purposes of this study were: 1. To open up new sources of clerical workers. 2. To determine on the basis of tests which had already proved satisfactory, how the performance of the applicants examined in the employment office compared with the performance of potential candidates who had not yet applied for positions 306